Category: Jobs

  • Eking out a living from cassava bread

    Are you looking for a job? With the heavy duty on wheat, thousands of jobs abound in cassava bread making, which is relatively new and full of prospects. For prospective bakers, the government’s decision to approve N10 billion for the Cassava Bread Development Fund is an advantage, writes AKINOLA AJIBADE

     

    The use of cassava flour for bread making holds a lot of prospects. From flour mixing – bread making- pacakaging – distribution and sales, the opportunities are limitless.

    A report titled: An Economic value of cassava flour and bread making, states that cassava bread making has the capacity to create jobs for people. It describes cassava bread making an economic activity for entreprenuers, marketers, among others.

    It said skilled and unskilled workers would get jobs through this means, stressing that the job prospects are relative. It said flour mixers, tin cleaners, label producers, drivers, distributors and retailers are going to get jobs as more people go into production of cassava bread. It noted that the nutritional value of the bread is great.

    The Minister of Agriculture, Dr Akinwunmi Adesina, said the Presidency has approved N10 billion for the Cassava Bread Development Fund.

    Adesina said the approval was meant to encourage people to work harder and feed the nation, adding that the dream of being self-sufficient is a task the government must accomplish.

    He said cassava bread making offers huge employment prospects, advising job seekers to tap into it. Adesina said the country produces millions of tonnes of cassava yearly, adding that the development has created opportunities for millers to produce flour.

    Speaking during the Inter-Ministerial Press Briefing in Abuja, he said the country produces cassava for domestic and industrial use, adding that people would have enough cassava flour for bread making.

    He said cassava bread has good taste, nutritional values and appeals in the market, stressing that consumers would prefer to eat bread made from wheat flour. He said it is high time Nigerians were encouraged to produce cassava bread, emphasing that Nigeria has to start somewhere.

    He said Kenya is one of the countries producing cassava bread in large quantities, advising Nigeria to take similar steps.

    The minister said there are immense job potentials in cassava bread production, if Nigerians can tap into them.

    The Federal Government had, last year, introduced some policies to encourage the substitution of wheat flour for cassava flour in bread making. The government, in its bid to promote local production, had directed bakeries to start transition from wheat to cassava flour to make bread. It also provided tax incentives to flour millers. As a stop-gap approach, the government directed bakers to be using at least 40 per cent cassava flour to make bread.

    The Managing Director, Best Foods Limited, Mr Emmanuel Ijewere, described the government’s efforts at galvanising potentials in the agricultural sector is as a good development. He added that the sector has a lot of value chain.

    Ijewere said cassava bread making is one area where people can create jobs to boost economic activities. He said the more patronage cassava bread attracts, the better for job seekers in the country.

    He said cassava bread is better and nutritious, stressing that making cassava bread is worthwhile venture.

    He said: “To achieve meaningful economic development, there is the need to promote local production of goods. Since Nigeria produces cassava in large quantities, it would not be difficult for bakers to make bread. From cassava bread making alone, various layers of workers are going to get jobs. The jobs may be part-time or full-time. But what is important is that some people are engaged in productive activities. That is a plus to the labour market and the economy in particular.”

    Noting that employment is a global thing, he said it is common in developed and undeveloped economies.

    He said: “Nigeria is lucky because there are untapped opportunities across the sectors. One of such sectors is agriculture, in which people can use its products to produce other things and earn a living.”

    He said when farmers are assisted by the government, they would be able to produce enough products for domestic and industrial use.

    Ijewere, who is a former President, Institute of Chartered Accountants of Nigeria (ICAN), said the production of cassava bread may be difficult in the beginning, arguing that the end would justify the means.

    Similarly, a former banker, Mr Dickson Ayobami, said bread made of cassava flour is not common like those made from wheat flour. He said the opportunity to make money awaits the unemployed in the country.

    He said: “I think a resourceful person does not need to go about looking for white-collar job, given the fact that private and public institutions are not ready to employ. What people need to do is to stand on their own. I have heard many people complaining of capital. Yes, it is good to have good capital before venturing into business. However, there are jobs that require small capital. People can start small by getting a small oven (brick or mechanical) which they can use to bake bread in small quantities. At best, they can pool resources together to start cassava bread making business. One person may provide money to buy flour, other ingredients and so on.”

    He advised people to look inward and create jobs across sectors, noting that paid employment is fast disappearing.

    He further said bread making is the same globally, arguing that people are free to bring innovations to promote their businesses.

    He added: “For an average educated person in Nigeria, it is an ideal thing to bring in varieties. He can make cassava bread and spice it with quality ingredients.

    “The more he does this, the more patronage and job opportunities he creates. The chain is long and capable of producing many things.”

     

     

  • Career and job success skills for newly employed

    Now that you have made the big tran-sition through job hunting and landed the job, the next goal is job success. Don’t take that for granted. There are specific skills you need to know and use to be successful at your job. It’s important to practise these skills prior to starting the job. First impressions show from day one. You only get one opportunity to create first impression.

    What follows here isn’t a complete list. It’s a good idea to check with your direct boss about what’s most important.An important information for you: employers say many people lose their job because they don’t use good work habits and not because they are unable to do the job.The following list of suggestions is based on feedback form a majority of surveyed employers.

     

    Employers expectations

    • A positive attitude is one of the most important factors in achieving job success. Don’t carry negative feelings into your new workplace. Resolve them elsewhere.

    • Always be on time. How long will it take to get to work? Allow a few extra minutes for traffic problems and getting children to school. Set an alarm clock to help you get up. Being reliable and dependable gains the trust and respect of your new employer.

    • Good attendance and promptness are always important. It you’re going to be unavoidably late or out sick, find out the proper method of informing them.

    • Know and follow office rules, policies and procedures.Read the employee manuals. Please find out the informal rules.

    • Listen and learn. Be open to new ways of doing things, even if you have taught differently in school or on a different job. Don’t be quick to find fault, criticise or complain until you can prove you can do something a better way.

    • Meet and exceed your employer’s expectations.

    • Learn all you can about the job you were hired to do before thinking about moving up.

     

    Communication

    • When you need to talk with your supervisor, ask when would be a good time to meet.

    • Take advantage of your performance reviews. Stay calm. Learn from them. Ask how you can improve. Show results or jobs-related classes you’ve taken. Most Supervisors appreciate employees who are concerned about performance and in finding ways to improve. Your job success is also their success.

    • Be a team player. Be willing to help. Know the goals of your job and how your job fits into the overall organisation. Avoid a “know-it-all attitude.”Try to fit in with the team. Keep your sense of humour.

    • Ask for help when you need it. If you make a mistake, let your supervisor know immediately. Find the proper chain of command. Discuss items with your supervisor first.

     

    Personal

    • Prior to starting the job, have all your appointments with doctors, dentists, etc., out of the way. Have your transportation and daycare lined up so you don’t immediately have to take time off. Have an emergency plan for daycare and transportation.

    • Be willing to learn new skills. Keep a record of classes you’re taking that relate to the job. Review this with your supervisor at an appropriate time.

    • Take time in making new friends. Find positive and upbeat co-workers. Avoid negative, critical and gossiping people.

    • Be clean and well groomed. Wear clean and job-appropriate clothes. Pay attention to how your coworkers are dressed. Avoid wearing strong perfumes or colognes.

    • Keep you personal life and problems at home. Do not use the employer’s equipment and time to do personal things like making personal phone calls, using the copy machine or resolving your personal problems on the job. If you’re having trouble resolving personal problems, counseling, support groups or employee assistance programmes may be useful.

    • Create the image. Dress for the job you want next.

    • Be patient with yourself and your employer. It takes time to get used to, learn and like a new job.

    • Volunteer to projects and committees if your work is completed and your supervisor approves.

     

  • How to localise skills for job creation

    The Federal Government has tried virtually all means to arrest unemployment but the problem persists. There seems to be a strategy yet to be explored and that, according to the Nigerian Content Development and Monitoring Board (NCDMB), is the domiciliation of industrial and manufacturing activities and skills. The champions of the strategy believe that capital flight and job export are major causes of unemployment. EMEKA UGWUANYI, Assistant Editor reports.

     

    In the fight against unemployment, the Federal Government adopted some measures. It created the National Directorate of Employment (NDE) and Nigerian Poverty Eradication Programme (NAPEP), among others, to address the problems.

    Besides, in 2010, it established the Nigerian Content Development and Monitoring Board (NCDMB) shortly after the passage of the Nigerian Oil and Gas Industry Content Development (NOGICD) Act.

    A cardinal thrust of the NOGICD Act is to maximise the utilisation of human resources in oil and gas activities while the NCDMB regulates local content.

    Since its inception, NCDMB has been exploring ways to improve Nigerians’ involvement in the industry and develop indigenous capacity and capability. To NCDMB’s Executive Secretary, Ernest Nwapa, one way to tackle unemployment, create the expected capacity and jobs, is to domicile activities in the country.

    He said until the government and well meaning Nigerians find a way of ensuring that industrial and manufacturing activities are carried out in-country and a reasonable quantum of equipment used for various projects manufactured in Nigeria, unemployment may remain high while capacity and capability levels may still remain unimpressive.

    Nwapa told The Nation that the board doesn’t emphasise award of contracts to indigenous companies because that has not helped in achieving its mandate, which is to boost capacity and employment. Award of contracts to indigenous firms, he said, doesn’t translate to deepening human resources development as some of these firms give out the jobs to expatriates to handle and also import most of the equipment for project execution.

    The dereliance on expatriate skills and imported equipment, he said, doesn’t lay the expected foundation for sustainable job creation and capacity building. What the board is doing is to establish industrial parks in some selected states where original equipment manufacturers will work with Nigerians to transfer the technology and skills. He said through this development, jobs and value would be created and domiciled in-country.

    Stakeholders believe that this approach should be extended to other sectors aside oil and gas.

    A document obtained by The Nation on what the implementation of Nigerian Content has achieved in terms of job creation, shows that over 30,000 direct jobs have been created. The report on national quarterly job creation and labour force survey was carried out by the National Bureau of Statistics on Nigeria Content Development in collaboration with the content board.

    The report showed that at the end of November, last year the various segments of the upstream sector of the industry had created substantial jobs. The report reads: “We have provided employment… for activities directly linked to local content implementation in selected upstream activities as at November 2012.”

    The table showed that Nigerians manning marine vessels that service the oil and gas industry – 3,000; those manning rigs – 1,500; those in fabrication yards that service the industry – 10,792; Nigerians in design engineering firms – 2,130; those in petroleum technology companies – 3,000; those in oil and gas manufacturing firms – 1,500; while 6,797 benefited from post- training employment as part of industry capacity development initiative and 2,143 Nigerians occupy managerial positions in operating companies, bringing the total to 30,862.

    The NCDMB has entered into collaboration with different organisations to realise government’s aspiration in content development. The board and the Nigerian Navy agreed to deepen their collaboration in the oil and gas industry, especially on developing and utilising capacity.

    Nwapa and the Commandant of the Nigerian Naval Engineering College, Rear Admiral Akinjola Johnson, made the commitment at a meeting at NCDMB Headquarters in Yenagoa, Bayelsa State.

    Nwapa said the Board was working to identify, develop and maximise the utilisation of facilities across the country for industry work and training programmes and expressed the willingness of the Board to work with the Navy. He said the Board’s efforts were in compliance with the directive of its Chairman, Mrs. Dieziani Alison-Madueke, who is also the Minister of Petroleum.

    He said the Navy Dockyard in Lagos is being used for heavy fabrication by some service companies, adding that many countries had integrated their armed forces in the advancement of national technology and NCDMB would consolidate on the existing relationship between the military and industry.

    Nwapa said when the board visited the Navy Engineering College, Sapele, Delta State in 2011, it discovered that the institution’s machine shop has some capacity the oil and gas industry can use.

    He added that the machine shop will be tested for space and facilities and considered for the pilot scheme of the proposed Training Centre of Excellence the Board is developing in collaboration with Petrofac-an international training agency-and the Oil and Gas Training Association of Nigeria (OGTAN).

    He advised the Navy High Command to further invest in the development of the college so that it can be upgraded to an international awarding institution and meet the standards set by Petrofac and OGTAN.

    “Our visit to the various training facilities to be used for the Centre of Excellence will commence shortly. I encourage you to improve the facility to meet the required standard,” he said.

    Rear Admiral Johnson restated the commitment of naval authorities to improve the facilities in the college to ensure that it is included in the planned training programme of the industry and meet other national demands. “The essence of our visit is to galvanise the synergy that has existed between the board and the College for the development of Nigeria,” he added.

    At a meeting of the Governing Council of the Board, Mrs Alison-Madueke said: “The implementation of the Nigerian Content Act has deepened the Nigerian Oil and Gas local supply chain and increased industry man-hours performed by Nigerians. In the first 30 months of passage of the Act, job creation has risen by over 350 per cent resulting in over 30,000 direct productive jobs. Just by insisting on using Nigerians in the industry, we have deepened the local supply chain.

    “I have, no doubt, that more jobs will be created in 2013 and we shall achieve greater localisation of industry services, manufacturing and fabrication in 2013.”

    She said the jobs were generated in engineering, fabrication, exploration and production, marine transportation and logistics sectors, which had been developed to become more robust.

    She expressed optimism that the job growth trajectory will not only be sustained but also drive multipliers across industries following the integration of youths training into the implementation process.

    Mrs Alison-Madueke said the Nigerian Content implementation has increased the level of participation of Nigerians in oil and gas contracts to 87 per cent of total industry contracts, which she attributed to domiciliation activities.

    “The Board has to a large extent achieved consensus in most aspects of Nigerian Content implementation to the extent that there has been no major dispute amongst stakeholders on interpretation of provisions of the Nigerian Content Law.

    “Stakeholders are also responding positively to the need to do things differently in the industry, for the benefit of all. This clearly demonstrates that we have been carrying the industry along in the implementation of the Act,” she added.

    Mrs Alison-Madueke said the government would continue to support the Board and its numerous local value addition initiatives, aimed at deepening indigenous participation in the industry.

    While acknowledging progress made on the quantum of contracts awarded to Nigerians, Nwapa said the Nigerian Content can only grow if indigenous companies that win contracts procure items from Nigeria and execute the jobs in-country.

    To grow real Nigerian Content, Nwapa said the industry must focus more on manufacturing, bringing back the bulk of fabrication jobs that are done in foreign countries and ensuring that pipes, valves, fittings and related equipment are procured from Nigeria.

    Progress, he said, had been recorded in fabrication and engineering, noting that similar growth must be achieved in the manufacturing sector as most of the valves, pumps, oil and gas equipment are still being imported.

    “We have started creating the platform to ensure that components of these equipment can be done here, even if we cannot manufacture the whole equipment here.

    “With the support of the minister, we have also issued guidelines that require any new project to create some legacy facilities. We have been able to get commitments from international operating companies on FPSO integration facilities, dockyards, umbilicals manufacturing and fabrication yards,” he added.

     

  • ‘Nigeria needs consistent policies to drive growth’

    ‘Nigeria needs consistent policies to drive growth’

    Olatunde Olanipekun, executive director, Finance, Fidson Healthcare Plc, is an economist, chartered accountant and tax consultant. In this interview with Capital Market Editor Taofik Salako, he speaks on Nigeria’s industrial prospects, challenges facing manufacturers and the conversion to the International Financial Reporting Standards (IFRS), among other issues.

    What’s your assessment of the operating environment?

    The business environment in Nigeria has always been tough because of its competitiveness. We have all kinds of companies operating in the industry. The challenges of business operations are also not helped by the insurgency in some parts of the country. We might also want to consider the challenge of infrastructure, which is a critical aspect of operating businesses in Nigeria; talking about electricity, road networks and the likes.

    Businesses in Nigeria are also faced with various policy changes and somersaults periodically. It is difficult for operators to know what is going to happen in the nearest future, at any given time because we have government agencies giving different interpretations to policies. There are a lot of issues to contend with within the business terrain that make the environment very tough for businesses to thrive.

    How has the security situation in parts of the country affected operations?

    The security situation, particularly in the northern part of the country, has affected our business operations because about 20 per cent of our business is from that part. This has resulted in a major shortfall in the company’s revenue since the northern market is one of the company’s major markets. As a result-oriented organisation, we are left with no option but to devise ways of making up for the shortfall in order to meet our target for the year. That has been the company’s biggest challenge because at the end of the day, you won’t go and tell your shareholders that because of the insurgencies in the North you cannot deliver or pay dividends. So the onus lies on us to go back to the drawing board and strategise the way around it.

    What are the other peculiar challenges being faced by manufacturers, especially in the healthcare sector?

    Of course, the most often repeated complaint is about the state of our infrastructure. As I said earlier, the state of infrastructure in Nigeria is getting worse by the day. The situation has got to a stage where you have to be your own government in order to remain in business. By this I mean as a business owner, you have to virtually generate your own power and build your own roads. For instance, the road to our new factory in Sango-Ota is in a terrible shape. We face problems trying to transport goods there. The level of insecurity generally is a major concern; all these factors at one point or the other come together to affect the company’s operations.

    How can real sector’s productivity be enhanced?

    There are several things that can be done to motivate the real sector, but more importantly is the need for consistency in government policy, which is generally understood by everybody and not subject to different interpretation. This policy inconsistency is a fundamental issue that must be addressed by government and its agencies.

    Then in terms of tariff, the real sector can be encouraged in several ways. Yes, pharmaceutical industry enjoys some level of protection in terms of tariff, but it is not all embracing. Apart from the fact that it is not all embracing, some of them are not very clear. There is no country in the world that does not protect its local industry especially in the area of taxation. But in Nigeria, there is multiplicity of taxes.

    Again, the state of infrastructure should be improved upon by government. In other parts of the world, companies don’t bother about basic infrastructures like electricity, water, good roads and others, but here in Nigeria, we bother about all of these things that should have been there, yet we are made to compete with our foreign counterparts who don’t face these difficulties. This also explains why sometimes imports come in cheaper than Nigerian products. Their processes are supported and subsidised by their government. They are also provided with the right operating environment to manufacture.

    What are your concerns about the future outlook of the pharmaceutical businesses. What possible risks can you foresee in the horizon?

    Looking at the pharmaceutical industry in Nigeria, the future is looking good because of the activities of the regulatory bodies. NAFDAC and other regulatory bodies have been doing a whole lot to bring about positive change in the industry and if they continue with the way they are performing, the activities of counterfeiters for instance will be reduced significantly. Then local manufacturers will continue to thrive and we can confidently say that the future is good.

    Most importantly, the government must deliberately patronise local products. Companies spend a lot of money putting facilities together to manufacture products and yet the government won’t patronise them. Considering that government is the biggest spender in this part of the world; if the biggest spender is not patronising the local industries, companies end up scrambling for the remaining crumbs coming from other interests. So the Federal, State and Local government should make deliberate efforts, by way of policies to patronise local manufacturers, so that indigenous companies can grow and the industry will develop significantly. When the government shows confidence in the home industry by patronising its products, other foreign companies who have interest in embarking on support projects in Nigeria will find it easy to patronise the home industry. But in a situation where the government finds it difficult to patronise the home industry, how do you expect foreigners to do so.

    What are you doing at Fidson to mitigate future risks and enhance shareholders’ returns?

    What we do is to continue to improve on our efficiency and productivity. As an innovative company, we are trying to diversify our product portfolios by developing new products through research and development and also bring in new innovations. For instance, recently we just launched our Cestra range of products which are nutraceuticals; and we have the herbal products range too. The company is generally expanding its product portfolio. The Biotech plant, which is near completion, is also a way to grow our business. We are always looking at every opportunity to improve on our efficiency, cost control and other things to ensure that we put up superior performance for the benefit of our shareholders.

    In view of these plans and ideas, is Fidson considering raising new capital?

    That is a plan for the future, but talking about the immediate, we are trying to consolidate on achieving values for our business. Of course to a certain level, it will come to a time that we will have to expand our capital base and then we can go to the market to raise money. But we will want to do so at the right time when we can be sure of bringing in good value to the company both in terms of financials and performance. The investors can see that they are buying into a good company with sustainable growth. Certainly we are considering raising money but not in the immediate.

    How has the conversion to the IFRS been?

    The conversion to the International Financial Reporting Standards (IFRS) has been an eye opener. Well, there have been challenges in the process, but the benefits far out-weigh the challenges we may want to talk about. It is all about being transparent and explaining in more details the facts and the figures, so that reports will not be subjected to any subjective interpretations.

    I believe this will open our businesses to foreign investors because they will be able to assess us more objectively and compare us with other businesses around the world. It is getting to a point when the entire world will be reporting in the same way and Nigeria cannot be an exception.

    In the light of the general operating environment and the peculiarities of the healthcare sector, what are the prospects for Fidson in the immediate, medium to long term?

    We are recording consistent growth year in year out because we have worked out our own strategy to deal with the challenges facing us. As I said earlier, we cannot continue to complain about the challenges, instead we just have to look for a way to work around them and still achieve the set business objectives, and this we have been able to do well and have continued to deliver on our promises to the stakeholders.

    Going by our past records, we can say that we have mastered ways of handling difficult situations. We can only strive to make things better and continue on our path of sustainable growth. Our Biotech plant which is gradually drawing close to completion is one of our major plans for the future. It is our expectation that the Biotech plant will enhance our business in terms of capacity and revenue.

    Talking about the long term, with the direction we are moving in now, in terms of our business approach, we are confident that there will be significant improvement in our operations and productivity, as well as remarkable growth in our revenue ; of course barring any unforeseen political situation which can affect the country’s economic environment.

    What are you doing to enhance investors’ relations and make the board and management accountable to shareholders beyond the annual general meeting?

    Fidson Healthcare Plc generally interacts with shareholders. We maintain a very cordial relationship with them and from time to time, we reach out to them. We also make sure that our business operation is transparent. The company also reports its activities to the world so that at every point in time, the public get to know what we are doing. We also have periodic sessions with the shareholders associations to discuss our activities, progress and also share our challenges with them. So our activities are open to public scrutiny.

    We also have committees of the board which covers all the broad aspects of our organisation. Statutory regulations have made it compulsory to have various committees that must report to the board. We also have a vibrant audit committee that is made up of knowledgeable external shareholders. They meet regularly to subject our books to scrutiny, monitor our operations and give suggestions on how we can improve generally.

  • Putting more energy behind your job hunting

    My job hunt is stuck in the mud. I know I need to fix it, but I’m feeling overwhelmed and I’ve got no energy left. I’ve tried everything, and nothing seems to work.” Does this sound like you or what you feel now?

     

    The simple truth is:

    Hunting for a job can be tiring, demoralising, and frustrating for people who have internalised their inability to find work as a sign of personal failure. Confidence and self-image suffer. Not to mention the economic embarrassment. As that happens, it becomes increasingly difficult to present the optimistic, energetic “can do” persona that employers seek.

    We all hear the longer you are out of work, the harder it is to get work. One of the reasons for this is that employers are looking for you, Mr/Ms. Jobhunter not to be jaded, tired, and “down.” And, they fear that the longer you are out of work, the more likely it is you won’t have the vim and vigour they seek.

    How can you put more energy to your flagging job hunting campaign?

    There are things you can do to energise your job hunt. Below are my suggestions. This list is hardly exhaustive, but it’s a good start:

     

    Remember getting a job is a job

    Treat it with the same sense of professionalism that you would bring to any employment. Show up on time every day. And, at the end of the day, don’t feel guilty about packing the work up, and transitioning to “personal” or “family” mode. As with any job, it’s important to maintain a healthy work/life balance.

     

    Recognise and confront your self-imposed roadblocks

    Are you frozen in place by fear of possible future failure? Many people have experienced so much rejection that they are afraid to have any more piled on. Such feelings are real, and they need to be acknowledged.

    Sometimes inaction can be psychological defence mechanism. It’s important, however, to understand that inaction is a certain road to the status quo. Try to move forward every day – even if you only do one or two small “baby step” things that can help to build up your self-confidence.

     

    Break out of your isolation

    Figure out who are the members of your support system – your family, friends, other job hunters you meet at networking groups, members of your church or synagogue and so on. Talk to them regularly. Tell them what you’ve been up to, what seems to be working, and what seems to be frustrating you. Make them part of your team. Ask for their feedback and advice. Help them to help you by creating a context of “us” instead of “me.” And of course: seek a good job hunting coach who can understand and relate to you, and provide both guidance and the occasional “kick in the pants” when it’s called for.

     

    Balance your job hunting

    activities

    You can’t be everywhere, all the time. Strive to create a balance over the course of a week or two in a cycle. If you think of your search for work as a job hunt, then imagine each tool or tactic as one arrow in your quiver. You need a variety of arrows including: informational interviewing; attending professional meetings and seminars; social networking utilising LinkedIn, Facebook, and Twitter; writing your blog, and so on.

    However, important online activity has become, remember that social networks are but the means to the end of building personal relationships. Nurture your relationships both in the real and virtual worlds.

     

    Stay focused and use

    your time wisely

    People who work out of their homes often say that one of the biggest challenges they face is managing their time. It’s easy to be distracted by kids, pets, housework, TV, internet, computer games, and so much else! Organise your day and week in advance. Create an hourly schedule and stick to it by setting alarms on your computer calendar or wherever they will best be seen and heard.

     

    Practise, practise, and practise some more

    Rehearse your elevator speech out loud and prepare answers to interview questions that you can anticipate. For example, don’t allow yourself to be flummoxed by opening queries like, ”Tell me about yourself.” Did you know Larry Bird, one of the greatest basketball players of all time, shot 1,000 baskets EVERY DAY! He was great because he understood the need for constant repetition and skill building.

     

    Maintain your mental and

    physical health

    Eat healthy. Exercise at least three times each week. If it’s been a while since you exercised with any regularity, start slow and gradually build yourself back up. Get those endorphins flowing and you will look better, have more energy, and feel better about yourself.

     

  • Need a job? Try make-up artistry

    Need a job? Try make-up artistry

    For the unemployed with certain skills, make-up artistry is worth trying. The sector, experts say, has a lot to offer the unemployed. AKINOLA AJIBADE highlights the job potentials.

     

    What is make-up artistry? Is it worth venturing into? How profitable is it? Can it provide jobs for the teeming unemployed youth? These are some of the questions on the minds of people. Certainly, opportunties abound in make-up artistry. Make-up artistry is all about making people beautiful and presentable.

    Until now, make-up artists were more popular in the film and television industry. Now, following the expansion of businesses and the need to grow brands, companies are compelled to engage make-up artists. There is an upsurge in people working as make-up artists.

    According to experts, make-up artistry has a lot of job potentials. They said countries, such as, the United States and Britain, boast of millions of make-up artists, adding that there is a market for them. They said Nigeria with a population of over 160 million is in a better position to promote good ideas through make-up artists.

    The Managing Director, Rank and Stuss Enterprises, Mr Akeem Alaka, said there is a good market for make-up artists in Nigeria. He advised the unemployed to veer into it. The firm is into production of designer T-Shirts and entertainment. Alaka said the initiative is broad, and has the capacity to create job opportunities for people. He said job descriptions of make-up artists are enormous, adding that people have a lot to choose from.

    He said: “Once you are trained and prepared for the job of a make-up artist, you have a number of employment opportunities. You need a certificate or diploma in cosmetology and aesthetics. That is the standard all over the world. Once you can apply what you are trained for, you will get jobs. There are different categories of make-up jobs. They include retail make-up stores; makeup counter in large store; special events( wedding, promos, award shows) salons and spas; theatre and other live dramatic events; photography studio; magazine photo shots; runway fashion shows; television sets, film sets and freelance.

    “A runway television show is about making up for men and women that catwalk for honour. The eyelids, lipsticks, shoes, clothings must properly be arranged to bring out good shape. In the area of theatre and other dramatic events, there is the need to provide costumes for people based on the roles assigned to them. For instance, somebody acting as a rich man or warlord must be given make-ups that suit those roles.”

    He said mascots depict certain characteristics, adding that some people are trained in that area. He said wedding, promotions, and award shows, are events that require the services of make-up artists. According to him, there are certain characters in soap operas and drama series that must be packaged by make-up artists.

    “The emotional and climatic conditions must be considered when making up some characters in a play or film. Therefore, there is the need to understand some basic elements of the trade, The fee also varies depending on the job given to make-up artists. It is worthwhile venture because it provides a reasonable income for people,” he said.

    He said make-up artists get recommendations as long as they are doing their jobs well, adding that people appreciate good jobs.

    Also, a lecturer at Yaba College of Technology, Mr Raheem Afolabi, said art breathes and speaks, explaining that works of arts are produced to pass message across to an audience. He said people patronise arts based on their qualities, arguing that make-up artists who do their jobs well would get clients and referrals.

    Afolabi said there are opportunities in the make-up artistry, advising people to tap into them. He said make-up artists can start from the scratch, and rise to the level they want if they are committed.

    “You can start at a store, salon or spa to gain real-world experience, hone your technique and build a good portfolio. Thereafter, you can move into more specialised areas by working for television stations, photo studio or small magazine. You can work as a freelancer and make money. For people who are enterprising, they can make a lot of money as make-up artists. What is important is creativity and good understanding of the needs of your clients,” he said.

    Afolabi said there are different avenues of getting jobs, stressing that people need to showcase their products before they can get buyers for them.

    “There are various ways of getting or sourcing for make-up jobs. One can view online make-up artist jobs; volunteer your services to attract people’s attention; do make up for friends and family and ask them to refer you to people that need such services; take your portfolio in a boutique, salon or other retailer; and search Craiglist and other job boards for film and television projects especially in cities,” he said.

    The expert urged make-up artists to do their jobs well and be personable to get more offers, stressing that high-profile clients will recommend or refer artists that execute good jobs.

    The Managing Director, First Books Limited, Dr Dan Obidiegwu, said unemployment was a major problem worldwide. He said the governments have tried to find lasting solutions to the issue but to no avail. He said unfolding events have shown that governments alone cannot meet the employment needs of their people. He said it has become imperative for people to create jobs for themselves and earn a living, arguing that there are lots of ideas to choose from.

    Obidiegwu, who was Chief Executive Officer, Longman Nigeria Plc, urged stakeholders to provide a proactive approach to employment problems. He said people should irrespective of their backgrounds, have the ability to create jobs.

    He urged people to acquire skills that can make them compete favourably in the labour market, adding that knowledge determines what people earn.

    He said people who want to work on their own would face initial challenges, but noted that perserveance is required of them. He said people can plan well when they have their own jobs.

     

  • LAWMA: Clearing waste, creating jobs

    LAWMA: Clearing waste, creating jobs

    Its mandate is to keep the metropolis clean, but the Lagos State Waste Management Authority (LAWMA) has gone beyond that to empower the people by creating jobs for them. Assistant Editor Okwy Iroegbu-Chikezie reports.

    Many entrepreneurs and would-

    be investors are faced with a

    challenge and that is epileptic power supply. The power problem has also affected job creation. But the resourceful can get a job or create one where there is none.

    Since its coming a few years ago, the Lagos State Waste Management Authority (LAWMA) has been creating jobs while battling to make the metropolis clean.

    It employs artisans whose shops were demolished for the ‘New face of Lagos’ and those who monitor the environment, plant trees, flowers and their supervisors.

    The waste management agency is also considering demographic policies and strategies targeted specifically at women graduate drivers and advocacy personnel who move around town and far-flung places to advise residents on environmental issues.

    LAWMA Managing Director Ola Oresanya said the 46 female drivers initially engaged to drive the waste evacuation trucks have shown an uncommon tenderness in handling the vehicles. This, he said, has encouraged the organisation to consider hiring more hands.

    The job creation services of the agency is also targetting divers and swimmers to clean the ocean views and the riverine areas.

    The process of job creation at LAWMA is evolving, according to Oresanya, who also disclosed that the agency has established a recycling plant at the 20-year-old dumpsite at Olusosun, Oregun, Ikeja. He said the plant can create jobs for thousands of youths directly and indirectly.

    He said: “The 42.7 hectares site has been efficiently re-fitted with the installation of plastic/nylon recycling warehouse, odour neutralisers and mobile atomisers and construction of fuel bay and access roads to make the site convenient for those who will work there.”

    He explained that the landfill site receives an average of 300 trucks of waste daily, which are weighed at the weigh bridge to ascertain the quantity of waste coming into the site per truck. He said every aspect of LAWMA activity creates jobs.

    The LAWMA boss said the waste-to-electricity project in markets is a job spinner as people will be employed to collect the waste and also work in the conversion process that will generate electricity to all the markets in the state. He said Ikosi Market is benefiting from it as it has been energised from wastes collected. He spoke of the readiness of the agency to replicate this in other locations.

    He said: “These infrastructural developments have been of tremendous benefit to the proper management of waste at the landfill. It has helped in the upgrading of the site and improvement of the accessibility of refuse trucks and compactors servicing the site. This has resulted to the reduction of the traffic congestion on adjoining roads and, in the process, creating huge employment opportunities for Lagosians.”

    Oresanya stated that at the handover of newly-purchased skip trucks by the state government to LAWMA, the female drivers had recorded zero accidents with the vehicles compared with their male counterparts.

    Besides, he said the female drivers were more friendly and considerate of other road users. They are also enthusiastic about their job. He noted that the decision to engage them was in line with Governor Babatunde Fashola’s focus on women empowerment in line with the Millennium Development Goals (MDGs).

    “Three years ago, we brought in women to drive our trucks on an experimental basis. I am proud to say the experiment has been a huge success,” he said.

    The LAWMA boss said the female drivers were trained for six months at the Lagos Drivers’ Institute before they were given the vehicles to handle, adding that the organisation was using them as models for their male counterparts.

    Commissioner for the Environment Tunji Bello, who handed over the vehicles to the LAWMA female drivers, said the skip trucks would be suitable for evacuating waste in inner and narrow streets, and from communal pick spots where compactors could not easily get to.

    He said the state government was an ‘equal opportunity employer’ and would support the female drivers, who would operate the skip trucks, to explore their potential with adequate healthcare facilities and insurance packages.

    Bello said: “To Lagos residents, this is your tax in action. When we started our environmental revolution efforts, a lot of people doubted us. But we have been waxing stronger. We are not only interested in the highbrow areas, but everywhere in the state.

    “The residents owe it a duty to pay for the evacuation of their refuse so that we can reinvest the money in building capacity to serve them better.”

  • What employers are looking for (II)

    Many job seekers have experienced a feeling of frustration that after many interviews, they are yet to secure an offer of appointment. Many things could be wrong, but there is one area we started to look at last week. What do employers want?

    You attended interviews, they asked questions, and you provided answers. But are these answered the correct answers? You don’t know. May be nobody knows for sure, except the interviewer. But there are certain qualities and attributes desired by most, if not all employers. We noted, however, that:

    • The point of emphasis differ from position to position

    • The requirement for entry point/low level position differs from that of senior/executive positions.

    Listed last week as desirable by most, if not all employers are:

    • Basic competence- ability to do what you are to be employed for

    • Communication skills-ability to understand and pass instructions both verbal and in writing

    • Interpersonal skills- being able to relate to others, maintain and build relationships

    • Adaptability -ability to • Willingliness to learn

    • Initiative and independence -ability to make your decisions and get result with little supervision

    • Cooperation and collaboration- understanding and working well within teams

    • Motivation-inner desire for achievement and enthusiasm. Now, let’s go on to discussion on the others in detail.

     

    Commitment

    Employers want employees that are reliable and responsible. You are expected to identify closely with the company and her needs, for better for worse. To what extent is the candidate prepared to give committed service to the company? Although the employer does not expect a promise that you will stay for twenty years, he expects a not-too- short stay and sudden exit that will cause disruption in his system. He also expects that you will be committed to doing the job at hand and giving it your best, as long as you are in employment.

     

    Integrity/character

    Employers want employees that can do things right as well as those that can do the right things. No matter your brilliance, no employer would take you if you cannot be trusted. They do not like people with disruptive, pernicious, unstable, intolerant or any other negative character.

     

    Positive attitude

    A positive attitude to situation and circumstances is desired in all job situations. Every position has its own content of frustrations, disturbances distractions, but all of these are easily surmountable with the right mental attitude. I will tell you, an individual with “get up and go” attitude is worthy of consideration for appointment, even if he fails to meet some other job attributes/requirements.

     

    Analytical skills

    To make decisions and properly evaluate situations, candidates with analytical skills are desired by employers. The ability to make reasonable jugedments and assess expected and unexpected situations is of great value on any job. Are you able to look at a given work load, set priorities and find ways to solve the most, most immediate and important problems? Will you panic and fall apart in the face of work related crisis?

     

    Personal presentation

    Employer consider that job candidates, indeed all of their employees to be well dressed and groomed. Like they say, at least dress the part i.e. dress in a manner and way that very appropriate for the position you are planning to occupy. Always, be clean and neat.

     

    Healthy body

    To perform at all, you need to look and feel well. No employer will readily employ a sickly job candidate. It will cause disaffection and disruption of work later. Note that it is your primary responsibility to remain healthy, and functional.

    The attribute we have been discussing since last week applies mostly to entry to middle level managers, and to some extent the executive positions. However, there are some attributes that most employers desire specifically in respect of senior executives. They include the following:

     

    Experience and know how

    Senior manager who wants to move into new positions are expected to bring on the table expertise and practical knowledge. This is critical, as they are not only expected to work with little supervision, but also to provide leadership/coaching for their subordinates. They are generally expensive, and the major reason why they are wanted is that there is nobody within the system with the required experience and know- how to perform the job. You see incompetent executive represent an enormous waste and risk to the enterprise.

     

    Track record of performance

    The position may have because vacant because the previous occupier was eased out for poor performance. Then it is reasonable that the employer will want a replacement with proof of performance. Often history of excellent performance in previous job position(s) give comfort to the employer that if might be better this time.

     

    Leadership

    As said earlier, senior managers are expected to provide leadership not only within then unit, but also across in the organisation. Employer therefore desire good and tested leaders. They want candidates who know how to be a leader, enjoying being a leader and fully appreciate the attendant responsibilities. He is also expected to understand team dynamics and be able to lead and function with team.

     

    Administration and management competence

    Aside from technical and departmental responsibilities, employers expect senior executives to be versed in administration, policy development and implementation. They need to understand management processes.

     

    Intrapreneurship

    As the organisation becomes large, ownership is somewhat shared, and the CEO may not be in a position to see all the opportunities and threat to the business. He desires managed that would assume “ownership” and look out for business and growth opportunities. He also depends on them for product people and process improvement that will reduce waste and increased profitability.

    Now where does all these leave the job hunter? What about these in job hunting? One, jobs are lost and won often times on the basis of these attributes. A lot of times, more than the number of required candidates ties on the level of basic qualifications and experience. In instances like this, candidates may be chosen the basis of which seemed better on one or two of the attributes we have been discussing considered critical to the job position.

    Two, aside from your educational attainments, these desirables when combined well form your unique selling point.

    Three, match the key attributes you possess with the specific requirements of the employer for the position. This will work well if you do enough research on the job/company/industry to determine which are the most relevant and critical.

    Four, and finally, you must communication this. Even when you have the key attributes desired by an employer in a specific situation, you must endeavour to communicate it to the employer. Don’t ever assume that it is so obvious that he ought to see it. Blow your trumpet. Use every opportunity and contact with the employer to communicate the match (and your suitability)- application letters, telephone conversations, resume, interview, etc. Now that you have the syllabus, go win yourself some job.

     

    See you next week.

     

  • What employers are looking for (II)

    What employers are looking for (II)

    Many job seekers have experienced a feeling of frustration that after many interviews, they are yet to secure an offer of appointment. Many things could be wrong, but there is one area we started to look at last week. What do employers want?

    You attended interviews, they asked questions, and you provided answers. But are these answered the correct answers? You don’t know. May be nobody knows for sure, except the interviewer. But there are certain qualities and attributes desired by most, if not all employers. We noted, however, that:

    • The point of emphasis differ from position to position

    • The requirement for entry point/low level position differs from that of senior/executive positions.

    Listed last week as desirable by most, if not all employers are:

    • Basic competence- ability to do what you are to be employed for

    • Communication skills-ability to understand and pass instructions both verbal and in writing

    • Interpersonal skills- being able to relate to others, maintain and build relationships

    • Adaptability -ability to • Willingliness to learn

    • Initiative and independence -ability to make your decisions and get result with little supervision

    • Cooperation and collaboration- understanding and working well within teams

    • Motivation-inner desire for achievement and enthusiasm. Now, let’s go on to discussion on the others in detail.

     

    Commitment

    Employers want employees that are reliable and responsible. You are expected to identify closely with the company and her needs, for better for worse. To what extent is the candidate prepared to give committed service to the company? Although the employer does not expect a promise that you will stay for twenty years, he expects a not-too- short stay and sudden exit that will cause disruption in his system. He also expects that you will be committed to doing the job at hand and giving it your best, as long as you are in employment.

     

    Integrity/character

    Employers want employees that can do things right as well as those that can do the right things. No matter your brilliance, no employer would take you if you cannot be trusted. They do not like people with disruptive, pernicious, unstable, intolerant or any other negative character.

     

    Positive attitude

    A positive attitude to situation and circumstances is desired in all job situations. Every position has its own content of frustrations, disturbances distractions, but all of these are easily surmountable with the right mental attitude. I will tell you, an individual with “get up and go” attitude is worthy of consideration for appointment, even if he fails to meet some other job attributes/requirements.

     

    Analytical skills

    To make decisions and properly evaluate situations, candidates with analytical skills are desired by employers. The ability to make reasonable jugedments and assess expected and unexpected situations is of great value on any job. Are you able to look at a given work load, set priorities and find ways to solve the most, most immediate and important problems? Will you panic and fall apart in the face of work related crisis?

     

    Personal presentation

    Employer consider that job candidates, indeed all of their employees to be well dressed and groomed. Like they say, at least dress the part i.e. dress in a manner and way that very appropriate for the position you are planning to occupy. Always, be clean and neat.

     

    Healthy body

    To perform at all, you need to look and feel well. No employer will readily employ a sickly job candidate. It will cause disaffection and disruption of work later. Note that it is your primary responsibility to remain healthy, and functional.

    The attribute we have been discussing since last week applies mostly to entry to middle level managers, and to some extent the executive positions. However, there are some attributes that most employers desire specifically in respect of senior executives. They include the following:

     

    • Experience and know how

    Senior manager who wants to move into new positions are expected to bring on the table expertise and practical knowledge. This is critical, as they are not only expected to work with little supervision, but also to provide leadership/coaching for their subordinates. They are generally expensive, and the major reason why they are wanted is that there is nobody within the system with the required experience and know- how to perform the job. You see incompetent executive represent an enormous waste and risk to the enterprise.

     

    • Track record of performance

    The position may have because vacant because the previous occupier was eased out for poor performance. Then it is reasonable that the employer will want a replacement with proof of performance. Often history of excellent performance in previous job position(s) give comfort to the employer that if might be better this time.

     

    Leadership

    As said earlier, senior managers are expected to provide leadership not only within then unit, but also across in the organisation. Employer therefore desire good and tested leaders. They want candidates who know how to be a leader, enjoying being a leader and fully appreciate the attendant responsibilities. He is also expected to understand team dynamics and be able to lead and function with team.

    • Administration and

    management competence

    Aside from technical and departmental responsibilities, employers expect senior executives to be versed in administration, policy development and implementation. They need to understand management processes.

     

    • Intrapreneurship

    As the organisation becomes large, ownership is somewhat shared, and the CEO may not be in a position to see all the opportunities and threat to the business. He desires managed that would assume “ownership” and look out for business and growth opportunities. He also depends on them for product people and process improvement that will reduce waste and increased profitability.

    Now where does all these leave the job hunter? What about these in job hunting? One, jobs are lost and won often times on the basis of these attributes. A lot of times, more than the number of required candidates ties on the level of basic qualifications and experience. In instances like this, candidates may be chosen the basis of which seemed better on one or two of the attributes we have been discussing considered critical to the job position.

    Two, aside from your educational attainments, these desirables when combined well form your unique selling point.

    Three, match the key attributes you possess with the specific requirements of the employer for the position. This will work well if you do enough research on the job/company/industry to determine which are the most relevant and critical.

    Four, and finally, you must communication this. Even when you have the key attributes desired by an employer in a specific situation, you must endeavour to communicate it to the employer. Don’t ever assume that it is so obvious that he ought to see it. Blow your trumpet. Use every opportunity and contact with the employer to communicate the match (and your suitability)- application letters, telephone conversations, resume, interview, etc. Now that you have the syllabus, go win yourself some job.

     

    See you next week.

     

  • LAWMA: Clearing waste, creating jobs

    Its mandate is to keep the metropolis clean, but the Lagos State Waste Management Authority (LAWMA) has gone beyond that to empower the people by creating jobs for them. Assistant Editor Okwy Iroegbu-Chikezie reports.

     

    Many entrepreneurs and would be investors are faced with a challenge and that is epileptic power supply. The power problem has also affected job creation. But the resourceful can get a job or create one where there is none.

    Since its coming a few years ago, the Lagos State Waste Management Authority (LAWMA) has been creating jobs while battling to make the metropolis clean.

    It employs artisans whose shops were demolished for the ‘New face of Lagos’ and those who monitor the environment, plant trees, flowers and their supervisors.

    The waste management agency is also considering demographic policies and strategies targeted specifically at women graduate drivers and advocacy personnel who move around town and far-flung places to advise residents on environmental issues.

    LAWMA Managing Director Ola Oresanya said the 46 female drivers initially engaged to drive the waste evacuation trucks have shown an uncommon tenderness in handling the vehicles. This, he said, has encouraged the organisation to consider hiring more hands.

    The job creation services of the agency is also targetting divers and swimmers to clean the ocean views and the riverine areas.

    The process of job creation at LAWMA is evolving, according to Oresanya, who also disclosed that the agency has established a recycling plant at the 20-year-old dumpsite at Olusosun, Oregun, Ikeja. He said the plant can create jobs for thousands of youths directly and indirectly.

    He said: “The 42.7 hectares site has been efficiently re-fitted with the installation of plastic/nylon recycling warehouse, odour neutralisers and mobile atomisers and construction of fuel bay and access roads to make the site convenient for those who will work there.”

    He explained that the landfill site receives an average of 300 trucks of waste daily, which are weighed at the weigh bridge to ascertain the quantity of waste coming into the site per truck. He said every aspect of LAWMA activity creates jobs.

    The LAWMA boss said the waste-to-electricity project in markets is a job spinner as people will be employed to collect the waste and also work in the conversion process that will generate electricity to all the markets in the state. He said Ikosi Market is benefiting from it as it has been energised from wastes collected. He spoke of the readiness of the agency to replicate this in other locations.

    He said: “These infrastructural developments have been of tremendous benefit to the proper management of waste at the landfill. It has helped in the upgrading of the site and improvement of the accessibility of refuse trucks and compactors servicing the site. This has resulted to the reduction of the traffic congestion on adjoining roads and, in the process, creating huge employment opportunities for Lagosians.”

    Oresanya stated that at the handover of newly-purchased skip trucks by the state government to LAWMA, the female drivers had recorded zero accidents with the vehicles compared with their male counterparts.

    Besides, he said the female drivers were more friendly and considerate of other road users. They are also enthusiastic about their job. He noted that the decision to engage them was in line with Governor Babatunde Fashola’s focus on women empowerment in line with the Millennium Development Goals (MDGs).

    “Three years ago, we brought in women to drive our trucks on an experimental basis. I am proud to say the experiment has been a huge success,” he said.

    The LAWMA boss said the female drivers were trained for six months at the Lagos Drivers’ Institute before they were given the vehicles to handle, adding that the organisation was using them as models for their male counterparts.

    Commissioner for the Environment Tunji Bello, who handed over the vehicles to the LAWMA female drivers, said the skip trucks would be suitable for evacuating waste in inner and narrow streets, and from communal pick spots where compactors could not easily get to.

    He said the state government was an ‘equal opportunity employer’ and would support the female drivers, who would operate the skip trucks, to explore their potential with adequate healthcare facilities and insurance packages.

    Bello said: “To Lagos residents, this is your tax in action. When we started our environmental revolution efforts, a lot of people doubted us. But we have been waxing stronger. We are not only interested in the highbrow areas, but everywhere in the state.

    “The residents owe it a duty to pay for the evacuation of their refuse so that we can reinvest the money in building capacity to serve them better.”